Developing capabilities for managing employee mental health in the workplace Module 2: Responding to an employee mental health issue

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Developing capabilities for managing employee
mental health in the workplaceModule 2
Responding to an employee mental health issue

Tasmanian School of Business and Economics
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Learning Objectives

• To develop an understanding of managerial
  capabilities involved in
• becoming aware of and investigating an employee
  mental health issue
• developing and implementing an initial response
  plan
• ongoing management of an employees mental health
  issue
• workplace influences on mental health
• To develop an awareness of important legal,
  ethical, economic, situational and interpersonal
  factors that may influence managers options for
  responding to an employee mental health issue.

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Ground Rules and Expectations

• Discussions about mental health conditions and
  situations involving workplace mental health may
  be sensitive for some participants
• Any participant who feels distressed as a result
  of discussing mental health issues is encouraged
  to speak with the facilitator
• During todays discussions people may choose to
  disclose experiences of workplace mental health
  we ask that you dont mention employers or
  employees by name
• Please respect the confidentiality of discussions
  arising from this learning activity

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Case 1 John the bank teller
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John Stage One

• DQ1 What evidence from the case could indicate
  that John is experiencing a mental health issue?
• Decreased mood over recent months - flat rather
  than upbeat.
• Difficulties in concentrating and making
  decisions, appearing distracted and lost.
• Seeking excessive guidance and checking in
  rather than using his own professional judgment.
• Lack of interest in activities he used to enjoy.
• Lack of energy.
• Sleep disruptions.

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• DQ2 If Claire raises mental health as a
  potential issue, what potential outcomes could
  result from Claires conversation with John?
• If John discloses a mental health issue it could
  be
• Diagnosed and he may be undergoing treatment
• You will need to explore job accommodations and
• adapt a performance management plan accordingly
• This may require consultation with his treating
  professional, with Johns permission.
• Undiagnosed he agrees that something is wrong
  but has not sought professional help
• You will need to explore help-seeking options
• Try to facilitate a referral before beginning to
  develop an agreement with him about his work
  duties and performance.

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• DQ 2 (continued)
• If John does not disclose a mental health issue,
  outcomes of the conversation could include
• He becomes angry/defensive when Claire suggests
  it might be a consideration or
• He denies that a mental health issue is present
  and proposes other reasons for his behavior
• In either case Claire would need to respond as
  she would in a regular performance management
  situation using supportive interpersonal
  communication and a problem solving approach.

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• DQ3 What are the performance issues resulting
  from Johns situation? How is his situation
  affecting his work performance? How is it
  affecting the other organisational members with
  whom he works?
• Impaired work performance due to
• Lack of focus and difficulty concentrating,
• Reduced decision making capacity/increasing
  reliance on Claire
• His situation is also affecting the other
  organisational members
• They are unable to rely on his advice about
  international transactions.
• The recent incident between John, Chris and Simon
  may create interpersonal tensions between John
  and other staff
• Staff may now feel reluctant to raise issues with
  John in case he becomes angry again.

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• DQ4 What additional information might Claire
  need in order to determine how to manage Johns
  situation? How could she get it?
• Whether John has discussed his situation with his
  GP or other health care provider and whether a
  mental health diagnosis has been considered.
• Whether John has experienced any other occasions
  at work where he has felt as he did during the
  incident with Chris and Simon.
• Information from her HR department or EAP
  provider about mental health issues (if these are
  available in her organisation).
• For example
• Information about the kinds of mental health
  issues that John could be experiencing and the
  workplace accommodations which could be suitable
  for Johns situation.
• Information about her duty-of-care
  responsibilities as a manager.

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• DQ5 Develop some questions that Claire could ask
  John to determine
• How else Johns situation might be affecting him
  at work.
• Whether he has, or would, discuss his situation
  with a healthcare provider or counsellor.
• The next steps Claire and John might need to take
  to address and manage his situation.

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John Stage Two

• DQ 1 What are the core requirements of Johns
  job?
• Performing teller transactions
• Providing account advice
• Advising international students about
  establishing banking arrangements in Australia
• Advising students about handling international
  banking transactions
• Negotiating relationships with other
  international banking partners
• Researching banking regulations
• Liaising with legal advisors
• Handling contract negotiations
• Investigating the conduct and potential
  misconduct of banking partners

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• DQ2 What are the relevant legal requirements
  associated with this case?
• Work Health Safety - Workplace is both
  physically and mentally healthy and does not
  cause ill-health or aggravate existing condition
• Disability Discrimination Act 1992 ensure
  workplace does not discriminate against/harass
  employees with mental health conditions.
  Employers required to make reasonable
  adjustments to meet needs of employees with
  mental health condition.
• Privacy legislation ensure personal information
  about a workers mental health to anyone is not
  disclosed without workers consent
• Fair Work legislation - ensure workplace does
  not take adverse action against a worker because
  of their mental health condition

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• DQ 3 What are the skills and abilities John
  needs to perform his job? Which of these skills
  and abilities, if any, are being affected by
  Johns situation?
• Researching and evaluating relevant legislation
  and regulatory requirements
• Facilitating and/or contributing to detailed and
  complex contract negotiations
• Understand banking products
• Provide clear advice and assistance to
  international students
• Perform telling transactions
• Communicating effectively with colleagues (e.g.
  other tellers officer), customers, and superiors
  
• John s situation is currently affecting his
  ability to
• Focus and concentrate
• Handle conversations/ discussions of complex
  issues
• Antidepressant medication causing headaches and
  nausea.
• Benzodiazapene is causing grogginess and problems
  with focus and concentration, especially in the
  mornings.

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• DQ 4 What other support needs might John have
  which could be met through workplace
  accommodations?
• Accommodating attendance at counseling
  appointments
• Need to manage John s exposure to triggers
• E.g. situations in which he feels challenged or
  overwhelmed
• Protecting Johns privacy about his depression

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• DQ 5 What adjustments could be used to
  accommodate Johns situation in the short term
  (the next 3-4 weeks) and the longer term (the
  next 3 or 4 months)? What issues could arise when
  implementing the adjustments you propose? How
  could these issues be minimised or addressed?
• Flexible working options, including changes to
  Johns working hours and work location
• Cover Johns absences/manage extra work load for
  other staff.
• May need to train up other staff in Johns area
  of expertise
• Using written documentation and records of tasks,
  work schedules and deadlines
• Extra workload in maintaining written
  documentation may increase Johns stress and
  anxiety
• John could be concerned written documentation
  could be used against him
• However, documenting his workload and schedule
  may increase Johns feelings of control and
  therefore reduce his anxiety

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• DQ 5 (continued)
• Providing access to a mentor or experienced
  colleague
• May not have access to a suitable mentor
• John does not want anyone to know why he needs
  support
• Weekly planning and review meetings
• Meetings could exacerbate Johns concerns that he
  could be managed out of the organisation.
• Mechanisms for monitoring the situation and
  accommodations
• Regular review meetings between John and Claire
  and John, Claire and the HR manager.
• Accommodations should be reviewed when
  circumstances changes (e.g. Johns ceases
  benzodiazepines)

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• DQ 6 Implementing the accommodations you have
  proposed will require that Claire can explain to
  other organisational members (e.g. Johns
  colleagues) what is occurring and why. John does
  not want anyone in the organisation to know that
  he has depression.
• Draft an explanation of the workplace changes
  that will be made to explain what is occurring,
  but also protects Johns privacy and concurs with
  his wishes.

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John Stage Three

• DQ 1 How much time and leeway will Claire allow
  John to meet his revised performance management
  objectives?
• Will vary on case-to-case basis/no blanket answer
• Negotiate a review time into the
  return-to-work/work adjustment plan
• Regular check-ins to manage issues within the
  team

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• DQ 2 How could Claire address the team dynamics
  and workload issues which have resulted from
  implementing Johns workplace accommodations?
• Needs to discuss with John what she can tell the
  team
• If possible make staff aware of OHS workplace
  policies
• Communicate with staff about the
  situation/redistribution of work (but maintained
  confidentiality)
• Redistribution of workload as a short term
  solution

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• DQ 3 How could Claire explain the situation to
  bank headquarters?
• Needs to discuss with John what to tell HQ
• Balance between HQs need to know with Johns
  privacy
• Could provide opportunity to review OHS policies

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• DQ 4 What strategies could Claire use to support
  John while still maintaining professional
  boundaries?
• Needs to have a clear discussion with John about
  their roles and responsibilities and integrate
  these into written plan/document.
• Emphasis support but also the importance of
  boundaries.
• A session with Johns counselor could also help
  to address this type of issue (if John agreed to
  this)

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• DQ 5 What strategies could Claire use to manage
  the impact that managing Johns situation has on
  her personal and professional life?
• Agreed times that Claire is available to support
  John/strategies for other times
• Mentoring from senior colleague (but maintain
  Johns confidentiality)
• Self-care/stress management
• Primary reduce/eliminate the stressor (e.g.
  clearly defined boundaries, roles and
  responsibilities)
• Secondary personal coping strategies (at work
  v at home)
• Tertiary professional support (e.g. EAP for
  managers)

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Expansion option Having a ConversationAn
example from beyondblue

• http//www.beyondblue.org.au/resources/in-the-work
  place

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Expansion option Giving Voice to Values
Extension Case

• http//www.givingvoicetovaluesthebook.com

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More Information Resources

• Lifeline crisis support https//www.lifeline.org.a
  u
• Beyondblue
• Depression support and information
• E-learning programs to aid awareness of common
  mental health disorders, early intervention and
  prevention specifically designed for workplace
  settings
• www.beyondblue.org.au
• Australian Human Rights Commission - 1300 656 419
• Information related to Federal legislation on
  human rights, anti-discrimination, social justice
  and privacy
• humanrights.gov.au

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• Job Access 1800 464 800
• Information for coworkers, employees and
  employers on how to assist people with
  disabilities to obtain or maintain employment
• jobaccess.gov.au
• Safe Work Australia
• Leads the development of national policy to
  improve work health and safety and workers
  compensation arrangements
• www.safeworkaustralia.gov.au
• Work Cover
• please add the details for your states Work
  Cover office
• Work Place Standards
• please add the details for your states Work
  Place Standards office
• Fair Work Act
• - please add the link to your states Fair Work
  Act
• Anti-Discrimination Act
• - please add the link to your states
  Anti-Discrimination Act